If you've ever posted a generic "cleaner wanted" ad and gotten twelve unqualified replies (or none at all), you already know that finding cleaning staff isn't as simple as picking a job board. The channel you use should match your company's size, budget, and how fast you need someone in a uniform. Below is a realistic look at where cleaning businesses in the US (and UK) actually source staff, what it costs, and when each option makes sense.
This article is part of our broader guide on how to hire cleaners, which covers interviewing, background checks, and onboarding. Here, we focus specifically on where to look.
1. General job boards
Indeed, ZipRecruiter, and Craigslist (Gumtree or Indeed UK) remain the highest-volume sources for entry-level cleaning roles. They're cheap or free to post on and generate applicants fast, but the quality varies wildly.
- Cost: Free to post on Indeed organically; sponsored posts run roughly $5–$15/day depending on your metro area. ZipRecruiter typically starts around $16/day for small businesses. UK equivalents (Indeed UK, Reed) run similarly, from £5–£20/day.
- Best for: Companies needing several part-time cleaners quickly, especially in residential cleaning.
- Watch out for: High no-show rates for interviews. Screen by phone before scheduling in person to save time.
2. Referrals from current staff
Ask any established cleaning company owner where their best hires came from, and most will say "someone on the team brought them in." Referred candidates tend to have lower turnover because they already know what the job involves and often work well with the person who referred them.
- Cost: A referral bonus of $50–$200 per successful hire (paid after a 30- or 60-day probation period) is standard in the US. UK companies often use £30–£150.
- Best for: Any size business, but especially useful once you have 3+ employees to draw from.
- Tip: Make the bonus conditional on the new hire staying past probation, not just starting — otherwise you pay for people who quit in week two.
3. Facebook groups and local community boards
Local "jobs in [city]" Facebook groups, Nextdoor, and community bulletin boards (physical or digital) work surprisingly well for residential cleaning roles, particularly for finding people already living in the neighborhoods you serve.
- Cost: Free, aside from time spent posting and responding.
- Best for: Solo operators and small teams hiring their first few cleaners.
- Limitation: No applicant tracking, so you'll be managing replies manually in Messenger or comments.
4. Staffing and temp agencies
Agencies pre-screen candidates and can supply cleaners on short notice, which is useful if you have a commercial contract starting next week and no bench strength.
- Cost: Markup is typically 30–50% over the worker's hourly wage in the US, or a flat placement fee of one month's wages if you convert them to a direct hire. UK agencies often charge similarly, sometimes with a "temp-to-perm" buyout fee.
- Best for: Commercial cleaning contracts, one-off event cleanups, or covering sudden staff shortages.
- Downside: Margins on cleaning contracts are already thin; agency markups can eat into profitability if used long-term.
5. Cleaning-specific job platforms
Sites like Handy, Care.com (for house cleaners), or industry-specific boards let you reach candidates who are specifically looking for cleaning work rather than sorting through general labor postings.
- Cost: Varies by platform; some charge per lead, others a flat monthly subscription (often $30–$100/month).
- Best for: Businesses specifically hiring residential or domestic cleaners.
6. Vocational schools and immigrant community centers
Community colleges with hospitality or facilities-management programs, English-language learning centers, and immigrant resource centers are underused channels. Many people entering the workforce through these programs are reliable, motivated, and open to entry-level roles with growth potential.
- Cost: Usually free to post openings or attend a job fair.
- Best for: Companies willing to invest in training and offer a path to lead cleaner or supervisor roles.
Comparing the channels
| Channel | Typical cost | Speed to hire | Best stage |
|---|---|---|---|
| Job boards (Indeed, ZipRecruiter) | $5–$20/day | Fast (days) | Any size |
| Employee referrals | $50–$200/hire | Medium | 3+ employees |
| Facebook/community groups | Free | Medium | Solo/small teams |
| Staffing agencies | 30–50% markup | Very fast | Commercial/urgent |
| Cleaning-specific platforms | $30–$100/month | Medium | Residential focus |
| Vocational schools/centers | Free | Slow | Growth-stage businesses |
What actually determines a good hire
Channel matters less than most owners think. A great candidate can come from Craigslist just as easily as a staffing agency — the difference is usually in how you screen and onboard them, not where you found them. That said, matching the channel to your situation saves time: use referrals and community groups when you can afford to be patient, and agencies when you genuinely can't.
For a full breakdown of screening, interviewing, and background checks once candidates start coming in, see our complete guide on how to hire cleaners.
Once you've hired: keep the team organized
Finding staff is only step one. Keeping schedules straight, invoicing clients accurately, and sending shift reminders becomes a real headache once you're managing more than two or three cleaners. CleanWhale handles online booking, scheduling, invoicing, and automatic reminders in one place, so you're not juggling spreadsheets and text threads as your team grows. Check out our plans and pricing or explore the full feature list to see if it fits your operation.